The importance of SMEs to Markets - Free Essay Example

Sample details Pages: 6 Words: 1789 Downloads: 8 Date added: 2017/06/26 Category Finance Essay Type Narrative essay Did you like this example? It is very important for SMEs to look at the problems and the limitations to draw a realistic solution in order to overcome the shortcomings. Marketing is one business that must be used appropriately by the entrepreneur to launch and develop the new venture successfully. Marketing should be enhanced and improved with experience. Owner should use their strengths to overcome their weaknesses, learn from mistakes and assess what went wrong in order to avoid such mistakes in future, learn from successes and assess all of the circumstances that contribute to success. (Gilmore et al., 2001) Financial Issues Financial institutions refuse to lend any money to SMEs unless they produce formal plans which show there is an ongoing and realistic commitment to marketing planning. So, to solve the financial constraints of SMEs, they need to produce formal plans that will outline the direction in which the company is headed. Don’t waste time! Our writers will create an original "The importance of SMEs to Markets" essay for you Create order Logos and trademark As the SMEs lay much emphasis on Quality and Presentation, well designed logos and registered, popular trademarks would have been an additional benefit for them. These are very powerful ways of capturing and communication a message of quality. Owners must be aware that customers look for securities and reassure that products they are buying are not counterfeit. Introducing a distinctive logo and trademarks and being able to carry the same message of quality to different people over time present real challenges for SMEs but it also guarantees long term recognition and success. Require considerable investments of resources and commitment bearing in mind that results will be obtained only over future. Packaging Packaging is often neglected by owners they feel that the packaging will be of no use to the customers. This is erroneous concept. Product when presented attractively, add value and prestige to the already expensive product. Good packaging also communicates a message of quality. Hence packaging should be exclusively designed and revised periodically to maintain the prestige of the product. Promotion Strategies From the survey, we have seen that only a few SMEs make use Media. The key to attracting these new businesses is visibility. Too many resellers rely on word of mouth and do very little active marketing. Good quality product/service only does not bring customers. Communication Channels are needed to create awareness; other means of advertising should be pursued and much emphasis needs to be laid on media. To attract maximum customers, SMEs must make us of those media which are most viewed and in used by customers. SMEs can make use of SMS, monthly newsletter, direct mail, and telecalling to target focus group. Brochures and Pamphlets Continuously distributing of brochures and pamphlets will make SMEs presence felt in the public, this will pull customers their way. Market Research SMEs need to perform Market Research in order to determine customer needs. Only market information can determine strategic segmentation and targeting. The success of adjustments to the marketing mix is tracked by consumer research. Unfortunately, successful entrepreneurs withdrew from such formal research methods of gathering market information, which is an important aspect of their marketing activities. Entrepreneurs should reconsider this issue and look into it. Customer Database SMEs in Mauritius must manage their customer database so as to identify which are the most profitable customers and as such provide a more personalized service to them. By providing differentiated service to their most profitable customers, SMEs will increase their lifetime value to these customers. Customer satisfaction Customer satisfaction is a vital part of marketing strategy- concern for customers is a positive reflection of sensitivity to customer feelings. Concern for customer satisfaction must be stem from management and must extend to every member of the staff within the organization. After sales there is a need to ensure customer satisfaction even though the product has moved through a channel of distribution and is several stages away from the producer Using Segmentation in Customer Retention SMEs need to apply Segmentation to improve their customer retention. It also helps to ensure that they are focused on retaining their most profitable customers and employing these tactics most likely to retain these customers. Follow up SMEs need to interact with the customers and ask them for their feedback all the time, if there are any grievances and unsatisfaction, follow up need to be done on that and if something is amiss they definitely need review it and try to rectify it whenever possible. Training The government of Mauritius need to provide support in the form of customized training in both marketing, mentoring and support allowing companies to be self sufficient in their own research activities so that they can remain within their budgets. Training should include appropriate mix of interpersonal and technical skills. Only a small proportion of any organizationacirc;â‚ ¬Ã¢â€ž ¢s staff comes into contact with customers. These frontline people are expected to represent the organization and they will be seen in that role by their customers. They must be supported by an organization that is clear on the need for a customer focus and which actively ensure that the marketing concept is understood accepted and acted upon by everybody. Sales staff should be regularly trained so as to be able to offer the best of their ability clarifications and technical specifications information requested to customer Location Sales outlets are crucial determinants to product success. The product offering need to be accessible in the place and at the time it is needed by the target market. It must be possible for people to find the location easily and ambiance needs to be welcoming. SMEs Trade fair SMEs should be encouraged to participate more in trade fairs. These events represent valuable source of experience which also enable SMEs owners to test potential market for their products. SMEs owners will be given an opportunity to know more about their competitors, products of competitors and sales channels through anonymous discussions with competitoracirc;â‚ ¬Ã¢â€ž ¢s staff present at the trade fairs Become Visible If customers are not coming to them, SMEs should go to customers, this will help them be more in the public eye. They may do so by setting up a booth near a shopping mall or hypermarkets and begin talking to people about thier product or service. The more that people see them around the community being involved in events, the more customers will come to you. SMEs can also get involved in charitable organizations to help raise awareness of a cause. Differentiation A brand can differentiate a business and make it stand apart from the competitors.Acirc;   SMEs generally feel that branding is for the big companies and that they can only afford to focus on product and price. SMEs can also build good brands by developing a well-planned brand strategy to successfully differentiate their products and services from their competitors. This helps them to increase the market size, sustain the market share, competing on attributes which is not just a price. Niche Market SMEs need to look for Niche market as it stands a greater chance of success because of disinterest on the part of large businesses. When new products come onto the market, they typically aim to satisfy the wishes of the majority. This always leaves the minority with a less than satisfactory solution or sometimes, no solution at all. This leave gaps in the market for specialised applications or unusual designs, tastes, sizes and so on. It is these gaps which can provide a growth base for smaller firms. SMEs need to track new products and services within their sector, and develop solutions which pick up demand which is neglected by the larger companies Marketing Plan / Feasibility Study SMEs need to develop their marketing plan as effective marketing plan consist of important things that help firm succeed. First, it helps the business to understand not just the product but the industry as well. It helps in identifying major trends that is associated with major economic or demographic changes, like economic cycles, aging population, and so on. Other trends interact with these, such as, the increasing use of the internet, and so on. Next, it helps to identify the target market for the product and who are the competitors. According to which the company define their product pricing, distribution, and positioning in the market. Marketing plan will thus prevent SMEs from going off track. Online strategies The majority of SMEs are not connected to the Web. SMEs need to evaluate their online strategies to ensure they are not left behind in this fast-paced environment. Understanding the future of online channels is a must for any organization that hopes to compete effectively in todays technology-centric world. As consumers use the internet more, SMEs will increasingly have to ensure their web presence is effective if they hope to survive Social website Social Websites like facebook, twitter, if used appropriately, is an excellent resource for reaching more customers. Advantages that they will get from them are, they effective communication tool and offer cost effective ways for SMEs to enhance their product or service distribution networks. Pricing You can differentiate your business through your pricing strategy. By pricing your products or services below that of the competition, you can to cut into their market share by stealing some of their customers. Higher pricing can help you cultivate an image of quality or prestige. If employing a low-price strategy, be sure that you can still remain profitable. If you offer higher prices, you may need to also offer additional services to attract customers, such as free delivery or extended business hours. Avoiding a Price War From the survey, results obtained show that SMEs compare prices with competitors then set their own price. Setting the lowest price is not a strong position for small business as larger competitors with more resources will destroy any small business trying to compete on price alone. SMEs need to understand the demand structure in their industry, review their costs and profit goals. The low price strategy is best avoided by small business. SMEs with solid pricing strategies can escape a price war and low price position. Networking SMEs need to know that apart from word of mouth, Networking is also of a high importance to them. They have to maintain good relationship with both buyers and sellers in the market; this will help in increasing sales and get more customers. Well spread network will help product recognition. It will also help in improving the services of the SMEs and thus SMEs may alter their products according to the needs of consumers. Whilst it is believed that the present study has contributed to a more in depth understanding of the marketing strategies of SMEs, the results so viewed is only a foundation for more thorough follow up research.

Crimes Of The Black Policeman - 1074 Words

crimes. For example, Ricky and Tre drive away from the party on the street, and two crooked black and white policemen pull them over. The black policeman, Officer Coffey, has both Ricky and Tre step outside of the car, and proceeds to start questioning Tre. Tre quickly pleads, â€Å"I didn’t do nothin’!† Officer Coffey retorts, â€Å"You think you tough?† He then pulls out his gun, points it at Ricky’s face, and sternly says: â€Å"Scared now, ain t you? I like that. That s why I took this job. I hate little motherfuckers like you†¦ Look like one of them Crenshaw mafia motherfuckers.† (Boyz in the Hood) This unnecessary action scares Tre as he is forced up against his car crying and shaking his head with no power to say a word. It is this discrimination from inside the community that, while possibly helping to reduce violence, causes the very stereotype of blacks being the number one target of enforcement, the crime of simply driving whi le being black. There are some who still struggle to succeed in everyday life, but do not result to alcohol or violence; these few can still go on to be successful, but often still have to deal with discrimination and violence. Take, for instance, Ricky; he struggles educationally, but does not result to alcohol or violence to deal his problems. His approach to succeed is through hard work and practice on the football field. While he may not be blessed with intelligence, he has skilled ability on the athletic field that leads him to be anShow MoreRelatedPros And Cons Of Gun Control1511 Words   |  7 Pageslimits the keeping and using of guns by citizens. According to Firearms and Federal Law: The Gun Control Act Of 1968, the Gun Control Act is designed to provide support to Federal, State, and local law enforcement officials in their fight against crime and violence. (Journal of Legal Studies). Firearm is an epochal invention. But unfortunately, no matter in the past or now, guns and firearms are often misused. Therefore, gun control policy exists. In fact, the gun control policy leads both prosRead MoreThe New Jim Crow By Michelle Alexander1253 Words   |  6 PagesThe book, The New Jim Crow by Michelle Alexander is about the mass incarceration of African Americans in the criminal justice system. It depicts individuals who were arrested on drug crimes. Because these individuals are labeled as criminals, it becomes difficult for them to find work, housing, and public assistance. (Alexander, 2010) The themes in this book include denial and ignorance, racism and violence, and drugs. Denial and ignorance is a common behavior noted in this book. Many times peopleRead MoreThe Black Lives Matter Movement872 Words   |  4 PagesShort Paper 5 Black Lives Matter Movement A close examination of the online representation of a fringe community or counterculture would be the Black Lives Matter movement. The Black Lives Matter movement is a community in America that has represented itself after all of the many innocent African American lives that have taken by law enforcement and the Caucasian male who went into the Emanuel African Methodist Episcopal Church and opened fire on the members of the church. The Black Lives MatterRead MorePolice Brutality Essay1436 Words   |  6 Pagesdeaths occurred of which 1,643 or 57.1% of the people who died were ‘people of color’.† In another article, â€Å"Black and Blue: Exploring Racial Bias and Law Enforcement in the Killings of Unarmed Black Male Civilians† written by: Alison Hall, Erika Hall, and Jamie Perry, it states, â€Å"According to a ProPublica analysis of federal data on fatal police shootings between 2010 and 2012, young Black male civilians were 21 times more likely to be kil led by police than young White male civilians (GabrielsonRead MoreThe Abc Murders1040 Words   |  5 Pagesfrom an unknown person under the alias ABC. 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Continual incidents of lynchings, beatings, and verbalRead MoreRacial Injustice And Police Violence1611 Words   |  7 PagesHymon, a policeman who shot and killed a 15 year old, black and unarmed  Edward Garner. (Kappeler). Garner had  burgled a house  and stole $10, hardly a crime that justifies capital punishment. Based on the conclusion of case  Tennessee v. Garner, j udges can determine that killings are justified due to the police’s â€Å"objective reasonableness†(Kappeler). But if the policemen really are objective, why are there such clear racial disparities? 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Job Enrichment Free Essays

Based on a major study of High Performance Work Practices (HPWPs) in North America by Appelbaum et al. (2000) found that new forms of job design provided production line employees with the opportunity to contribute increased discretionary effort and to participate in workplace problem-solving. These researchers provided empirical evidence that conscious efforts by employers to increase employee discretion and job autonomy resulted in improved job satisfaction for employees and higher levels of organizational performance (Appelbaum et al. We will write a custom essay sample on Job Enrichment or any similar topic only for you Order Now 000). Workforce involvement in decision-making may also be consistent with job enrichment practices (Spence Laschinger et al. 2004). Job enrichment involves providing increased levels of responsibility to lower level employees, including the delegation of work tasks previously undertaken by supervisors, and the provision of increasingly skilled tasks to line employees. The theoretical basis for enrichment efforts is Hackman and Oldham’s (1975) ‘job characteristics’ model, which explores how a combination of specific job characteristics such as skill variety and task significance affect the individual’s experience of meaningful work and their sense of responsibility for work outcomes. These characteristics have, in turn, been linked to improvements in work motivation, job satisfaction and work quality, reduced absenteeism and lower labour turnover (Ford 1969; Hackman et al. 1975). However, job enrichment has received wide publicity but has not always produced favourable results in the workplace. A great deal of debate exists over the benefits and limitations of job enrichment: it clearly is not for everyone. Ralph Brown (2004) summed it up very nicely: Some people are very resistant to more responsibilities or to opportunities for personal growth. Researchers report that some people they expected to resist seized the opportunity. Enriching jobs is a particularly effective way to develop employees provided the jobs are truly enriched, not just more work for them to do. The disadvantages are that job enrichment may lead to greater work pressure and that employees have to start performing tasks which were not originally required of them. Job design: Job design is the specification of the content of a job, the material and equipment required to do the job, and the relation of the job to other jobs. A well-designed job promotes the achievement of the organization’s strategic business objectives by structuring work so it integrates management requirements for efficiency and employee needs for satisfaction. Thus, effective job design presents a major challenge for the HR manager. And job enrichment is one of the methods of job design. Job enrichment is an attempt to motivate employees by giving them the opportunity to use the range of their abilities. It is an idea that was developed by the American psychologist Frederick Hertzberg in the 1950s. It can be contrasted to job enlargement which simply increases the number of tasks without changing the challenge. As such job enrichment has been described as ‘vertical loading’ increases the complexity of work to promote interest. Thus, job enrichment builds motivating factors into the job content by: combing tasks, establishing client relationships, creating natural work units, expanding jobs vertically and opening feedback channels. Supporter: Patterson, West and Wail (2004) found that firms providing lower level employees with job enrichment and skill enhancement experienced a significant boost in productivity and profitability. A Sri Lankan study of the impact of introducing self managed teams in a large textile mill reported increased productivity, higher product quality, lower reject rates and higher employee satisfaction. The process of delegating increased decision-making responsibility to workplace teams changed the organization’s structures, decision making processes and job design at workplace level, with increased levels of empowerment and training being provided to team members (Jayawardana and Fonseka 1996). Nevertheless, the potential for improved performance outcomes to follow the provision of increased employee input into workplace decision-making relies on employee acceptance of the relevance of these practices and on the existence of a climate of involvement. One means of creating this climate is to appoint work group leaders who will model the behaviours valued by the organisation, and who are also able to motivate employees to mirror these behaviours (Richards and Vandenberg 2005). In Sri Lanka’s Garment Industry, the manager introduced process controllers into the three production lines from January to April 2002; line employees underwent a series of training programs. The training focused on the company’s customers and products, the production process and techniques related to increasing quality and problem-solving. The sessions were conducted by the plant manager, the quality assurance manager and the work study manager. Each session was followed by a discussion with production line members. The training programs lasted for two hours after work, with all line employees paid for their participation. At production meetings, held once a week, line employees were given feedback on their performance, in particular in relation to line efficiency and end-line rejects. During the initial training, production line employees were given a briefing on market conditions in the industry and customer requirements. They were also provided with an opportunity to study their line’s performance for the previous three months in relation to on-time delivery, total rejects and customer returns. The training provided encouraged employees to take responsibility for performance outcomes such as product reject rates and on-standard efficiency levels. The training manager provided feedback to line employees where the performance of one production line lagged that of the organisation as a whole. The training also addressed skill development, the organisation of work and the use of computer-aided information systems and quality control systems. Each machine was equipped with a computer terminal, which gave details of efficiency standards, losses, stoppages and earnings based on incentive payments. The case explored the impact of a job enrichment initiative to devolve increased responsibility for monitoring workplace productivity, product quality and workforce attendance to line employees. We found that the introduction of process controllers generated substantial improvements in LM Collection’s performance over this period. Efficiency levels rose from 41 per cent to 61 per cent and product rejects declined from 10 per cent to 2 per cent, while absenteeism levels declined from almost 10 per cent to 2. 4 per cent by March 2003. On the whole, productivity levels improved, product quality increased and workforce absence and turnover episodes declined over the period of this study. Critiques: In the other hand, there are drawbacks of job enrichment when the HR managers do not think about the matters from employees, and no one seems to mention the costs. In some employees eyes, the job enrichment is merely an enforce change to jobs in order for the organisation to obtain higher productivity from its workers. With the pressure of more responsibilities and tasks, the employees may not have enough time to give the feedback of performance. Either actually the workers do not want enriched their jobs or the job is not that easy to enrich. . Job enrichment is a type of job redesign intended to reverse the effects of tasks that are repetitive requiring little autonomy. Some of these effects are boredom, lack of flexibility, and employee dissatisfaction (Leach Wall, 2004). The underlying principle is to expand the scope of the job with a greater variety of tasks, vertical in nature, that require self-sufficiency. Since the goal is to give the individual exposure to tasks normally reserved for differently focused or higher positions, merely adding more of the same responsibilities related to an employee’s current position are not considered job enrichment. Job enrichment can only be truly successful if planning includes support for all phases of the initiative. Ohio State University Extension began a job enrichment program in 1992 and surveyed the participants five years later. The results, broken down into 3 sub-buckets of data beyond the main grouping of advantages/disadvantages as shown in Table 1, indicate the University had not fully considered the planning and administrative aspects of the program (Fourman and Jones, 1997). While the benefits are seemingly obvious, programs fail not because of a lack of benefits, but rather due to implementation problems. These problems can include a perception of too great a cost, lack of long-term commitment of resources, and potential job classification changes (Cunningham and Eberle, 1990). In order for a job enrichment program to produce positive results, worker needs and organizational needs must be analyzed and acted upon. According to Cunningham and Eberle (1990), before an enrichment program is begun, the following questions should be asked: 1. Do employees need jobs that involve responsibility, variety, feedback, challenge, accountability, significance, and opportunities to learn? 2. What techniques can be implemented without changing the job classification plan? 3. What techniques would require changes in the job classification plan? A job enrichment program can be a very effective intervention in some situations where a Performance Technician is faced with a request for motivational training. Conclusion: In my opinion, job enrichment can bring about improvement in both job performance and job satisfaction. A survey of almost 100 research studies found job enrichment resulted in greater productivity, improved product quality, fewer employee grievances, improved worker attitudes; reduce absenteeism and labour turnover, and lower costs. Therefore, improved quality of working life brought about by job enrichment has not only social benefits but also bottom-line benefits to the organization. How to cite Job Enrichment, Papers Job Enrichment Free Essays Conceptual Paper on Job Enrichment Ritesh Dhak 12PGP090 Abstract: This is a conceptual paper to study the phenomenon of ‘Job Enrichment’ in details. The various studies carried out on this topic. It’s relation with phenomenon of ‘motivation’ and ‘Job satisfaction’. We will write a custom essay sample on Job Enrichment or any similar topic only for you Order Now It also deals with the effective job enrichment programs and implementing them. Introduction: Job enrichment is a type of job redesign intended to reverse the effects of tasks that are repetitive requiring little autonomy. The underlying principle is to expand the scope of the job with a greater variety of tasks, vertical in nature, that require self-sufficiency. It is an idea that was developed by the American psychologist Frederick Herzberg in the 1950s. The first who tried to introduce the concept of job enrichment and modifications were the practitioners in the beginning of the 20th century in order to increase the performance of employees. What was in the fashion at that time were simplification and specialization of the tasks, which, in collaboration with scientists, confirmed to be useful to enhance the efficiency of the production (Taylor 1911, Gilbreth 1911, as cited in Morgeson Campion 2002). Another wave of the approach, at that time called job enlargement, began with an initiative of IBM in the mid-1940s, which included both enlargement and enrichment of the jobs, intending to introduce more interest, variety and significance into the work (Miner 2002). But initial work on job enrichment practices is done by Frederick Herzberg in the 1950’s and 60’s, Frederick Herzberg performed studies to determine which factors in an employee’s work environment caused satisfaction or dissatisfaction. He published his findings in the 1959 book ‘The Motivation to Work,’ he name his theory as Herzberg’s Motivation-hygiene Theory (Two Factor Theory), which was further refined in 1971 by Hackman Lawler (1971) and further by 1975 by Hackman and Oldham using what they called the Job Characteristics Model. This model assumes that if five core job characteristics are present, three psychological states critical to motivation are produced, resulting in positive outcomes. Important Theories: Herzberg’s Motivation-Hygiene Theory (Two Factor Theory) Herzberg conducted a study where he asked employees about the factors causing satisfaction and dissatisfaction at their workplace. Herzberg found that the factors causing job satisfaction (and presumably motivation) were different from that causing job dissatisfaction. He developed the motivation-hygiene theory to explain these results. He called the satisfiers motivators and the dissatisfies hygiene factors, using the term â€Å"hygiene† in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction but that by themselves do not provide satisfaction. According to the Frederick Herzberg’s study the factors which affect Job Attitudes are Leading to Dissatisfaction Leading to Satisfaction Company policyAchievement SupervisionRecognition Relationship w/BossWork itself Work conditionsResponsibility SalaryAdvancement Relationship w/PeersGrowth These factors being different from each other Herzberg said that these two feeling can’t be treated as opposite of each other. Herzberg further argued that there are two distinct human needs portrayed. First, there are physiological needs that can be fulfilled by money, for example, to purchase food and shelter. Second, there is the psychological need to achieve and grow, and this need is fulfilled by activities that cause one to grow. Herzberg stated that the job enrichment is required for intrinsic motivation. According to Herzberg: †¢The job should have sufficient challenge to utilize the full ability of the employee. †¢Employees who demonstrate increasing levels of ability should be given increasing levels of responsibility. †¢If a job cannot be designed to use an employee’s full abilities, then the firm should consider automating the task or replacing the employee with one who has a lower level of skill. If a person cannot be fully utilized, then there will be a motivation problem. Job Characteristics Theory According to this theory there are four important concepts: core job characteristics, critical psychological states, outcomes, and moderators. The theory proposes that high levels of outcomes are obtained when the critical psychological states are present for a given employee. The theory states that these critical psychological states are created by the presence of the core job characteristics, in a way that is specified later in the text. Each of those relationships is moderated by several moderators which may differ for each individual (Hackman Oldham 1975). The following five features are considered in the model Skill variety – It is the degree to which a job requires a variety of different activities during the work to involve the use of a number of different skills and talents of the employee. Task identity – It is the degree to which the job requires completion of a †whole† and identifiable piece of work that is, doing a job from beginning to end with a visible outcome. Task significance – It is the degree to which the job has a substantial impact on the lives or work of the other people whether in the immediate organization or in the external environment. Autonomy – It is the degree to which the job provides substantial freedom, independence, and discretion to the employee in scheduling the work and in determining the procedures to be used in carrying it out. Feedback from job – It is the degree to which carrying out the work activities required by the job results in the employee obtaining direct and clear information about the effectiveness of his or her performance. There are three critical psychological states provided by the model experienced meaningfulness of the work, experienced responsibility for the outcomes of the work and knowledge of the actual results of the work activities which result into three outcomes Internal work motivation, Growth satisfaction, General Job satisfaction and Work effectiveness. Further research has shown that the psychological needs of people are very important in determining who can (and who cannot) become internally motivated at work with enriched job. Some people have strong needs for personal accomplishment, for learning and developing themselves beyond where they are now, for being stimulated and challenged, and so on. These people are high in â€Å"growth-need strength. † These people get motivated with enriched jobs while the people who are not interested in improving themselves in jobs do not get much affected with enriched job. The diagnostic tools- The instrumental gauge in assessing the target job and employee for it are as follows. 1. The objective characteristics of the jobs itself indicate the â€Å"motivating potential† of the job using MPS score. . The current levels of motivation, satisfaction, and work performance of employees on the job and how people feel about other aspects of the work setting, such as pay, supervision, and relationships with co-workers. 3. The level of growth-need strength of the employees. Employees who have strong growth needs are more likely to be more responsive to job enrichme nt than employees with weak growth needs. In order for a job enrichment program to produce positive results, worker needs and organizational needs must be analyzed and acted upon. As per Cunningham and Eberle (1990), before enrichment program following questions should be asked: 1. Do employees need jobs that involve responsibility, variety, feedback, challenge, accountability, significance, and opportunities to learn? 2. What techniques can be implemented without changing the job classification plan? 3. What techniques would require changes in the job classification plan? Conclusion: Job enrichment is an important phenomenon in the motivation and employee engagement. Research studies on job enrichment found out decreased levels of absenteeism among the employees, reduced employee turnover and a manifold increase in job satisfaction. There are certain cases however where job enrichment can lead to a decrease in productivity, especially when the employees have not been trained properly. Even after the training the process may not show results immediately, it takes time to reflect in the profit line. Refrences: 1. ‘Herzberg’s Motivation-Hygiene Theory (Two Factor Theory)’ from www. abahe. co. uk 2. J Richard Hackman, Greg Oldham, Robert Janson and Kenneth Purdy A new Strategy for Job Enrichment (Motivating Individuals in Organizational settings) 3. Peter Jacko Enriching the Job Enrichment Theory – Research Methods for the Social Scientist March 04 ( Carlos III University in Madrid Department of Business Administration) 4. Mary T. Guise Test of Hackman and Oldhmam’s Job Chaaracteristics Model in a Post Secondary Educational Setting (COLLEGE OF EDUCATION BROCK UNIVERSITY St. Catharines, Ontario September, 1988) 5. J. Barton Cunningham and Ted Eberle A guide to job enrichment and redesign (COPYRIGHT American Management Association 1990) How to cite Job Enrichment, Essay examples

Soft Power Without Hard Power Is No Power Essay Sample free essay sample

In the early 1990s. Joseph Nye’s book Bound to Lead: The Changing Nature Of American Power ignited a immense treatment among society of the demand to transition from America’s traditional usage of difficult power to something more benign which he termed soft power. Before looking at the two subdivisions of power. we foremost specify power as the ability to make something or act in a certain manner. As Nye had pointed out. states can exert power in two signifiers. soft and difficult power. Soft power. as coined by Nye ( 1990 ) is defined as â€Å"the ability to acquire what you want through attractive force instead than through coercion. † In contrast. difficult power is seen as the usage of military might or economic countenances to hale others into making your will. Even as soft power additions grip among universe leaders today. many still find the construct vague and difficult to exert. While soft power may be good in certain context. it does non work independently of difficult power and requires the implicit in usage of difficult power to endorse it up. This paper looks at the nature of soft power and its relationship with difficult power. As Nye stated ( 2004a ) . soft power is based on the construct of attractive force. In other words. it’s the power of attractive force. However. this construct is based on the premiss that attractive force equates the ability to influence ( Fan 2007 ) . Often. this is non the instance. While a state may be positively perceived in the eyes others. this seldom translates into the ability to influence. Harmonizing to Monocle magazine’s one-year Soft Power study in 2012. the UK overtook US as the state with the ‘softest’ power. Looking at UK now. we see a worsening world power whose radiance as long faded off. Its presence on the universe phase has frequently been limited. Given its top ranking. this has non translated into a proportionate planetary influence. This can be contrasted with US whose repute have taken a whipping but yet keep much sway in the universe. A state like Norway may be respected for its civilization and public assistance system ; nevertheless. it has no true influence on the universe phase and has small power when it comes to decision-making. Even Nye. who so fierily espouses the usage of soft power. admits to it that soft power maps to act upon the ‘environment for policy’ and non the policy itself ( 2004a ) . To widen soft power beyond the kingdom of influence is dependent on some signifier of difficult power to impart it credibleness ( Fan 2007 ) . To exert soft power. one must foremost be able have something the other party 1s. be it the formula to economic success or some signifier of military protection ( Cooper 2004 ) . To set it merely. soft power without difficult power is ineffective. Given how Nye defines the two signifiers of power. it is difficult to see the two as a continuance of the other. One lies in pulling others while the other uses coercion. The two attacks merely seem at uneven with each other. However as Bially Mattern maintains that â€Å"soft power should be non be understood in apposition to difficult power but as a continuance of it by different agencies. † ( 2005. 583 ) . In kernel. she believes that soft power is nil more than the softer face of difficult power. Bially Mattern believes soft power uses something she footings ‘representational force’ ( 2005. 602 ) . Representational force plants by using believable menaces of injury to its victims. which unlike coercion. are directed at their subjectiveness as compared to physically ( Bially Mattern 2005 ) . This could hold been clearly seen following the 9/11 panic onslaughts as the Bush disposal issued a ‘war on terrorism’ . Underliing the difficult power attack of weeding the universe of terrorist act. it could hold been seen as utilizing soft power to pull others to the US’s cause. Yet. this soft power is simply difficult power in camouflage. Bush Jr publically denounced the Acts of the Apostless of terrorist act and declared the war on it as righteous and claimed ‘you are either with us or against us’ . This statement was structured such that it played on the representational force of attractive force. No in-between land was to be taken. Either you are attracted to the US and by extension its policies on the war on terrorist act or you wholly reject it and tie in yourself with the terrorists. While there were physical reverberations of harbouring terrorists. there were no countenances or penalties to be derived from holding a differing position as th at of the US. As Bially Mattern explained. representational force worked by making inharmoniousness within themselves as they are ‘relegated’ to the side of the terrorist ( 2005 ) . Therefore. in an attempt to minimise this mismatch of their belief and ego. states would be ‘forced’ agree with the manner US demands of them. All in all. soft power is nil more than a more benign manner to border difficult power. It simply is a vas for difficult power to work its manner in the diplomatic circles. In decision. the relationship between soft and difficult power is highly convoluted. Soft power does non be independently of difficult power. As Fan ( 2007 ) mentioned. a state may hold soft power beginnings but the ability to do full usage of it is really much reliant on difficult power or as she puts it ‘hard resources’ . Give how soft power is embedded so much into difficult power. one can see soft power as being nil than a mere extension of difficult power in its benign signifier. Bing able to comprehend the nature and its equivocal relationship with difficult power is important in this new changing age where a country’s reputability and image is transeunt. Knowing how it works and its true signifier would break inform authoritiess how best to entwine them into their country’s national schemes and better calculate the effects of its usage. We will get down to see the rise of soft power that in fact is more brooding of difficult power. Mentions: Bially Mattern. Janice. 2005. â€Å"Why ‘Soft Power’ Isn’t So Soft: Representational Force and the Sociolinguistic Construction of Attraction in World Politics. † Millennium. vol. 33. no. 3 ( June ) . pp. 583-612 Fan. Y. ( 2007 ) ‘Soft power: Power of attractive force or confusion? ’ . Topographic point Branding and Public Diplomacy Vol. 4. 2. 147–158. Palgrave Macmillan Ltd Nye. J. S. ( 1990 ) ‘Bound to Lead: The Changing Nature of American Power’ . Basic Books. New York. NY. Nye. J. S. ( 2004a ) ‘Soft Power: The Means to Success in World Politics’ . Public Affairs. New York. NY. pp. 7–8. Nye. J. S. ( 2004b ) ‘The benefit of soft power’ . HBS Working Knowledge. available at hypertext transfer protocol: //hbswk. hemoglobin. edu/archive/4290. hypertext markup language.